Human resources business partner jobs in Sunnyvale, CA

About the Company A tech-forward boutique law firm in hyper-growth mode in Noe Valley, San Francisco is seeking an experienced Senior Human Resources Manager/Head of HR to lead and elevate the firm's people operations. This is a high-impact role for a versatile HR professional who can seamlessly balance day-to-day operations with long-term process improvement. About the Role: As a trusted partner to firm leadership, you'll oversee all facets of HR-from recruiting and onboarding to compliance, culture, and engagement. You'll play a critical role in shaping the firm's employee experience, ensuring that every team member feels supported, valued, and empowered to do their best work. Responsibilities Oversee day-to-day HR operations, including recruiting, onboarding, employee relations, and offboarding Serve as a trusted resource for managers and employees on HR policies, benefits, and performance management Lead talent acquisition for executive staff, paralegals, and all employees while maintaining a positive candidate experience Manage payroll and benefits administration, liaising with external vendors for service delivery Ensure compliance with California employment laws and update firm policies as needed Support performance reviews, goal setting, and career development initiatives Maintain and optimize HR systems (HRIS, payroll, and related tools) Identify opportunities for process improvement and stronger employee engagement Collaborate cross-functionally with Finance, IT, and Operations to align HR practices with firm goals Qualifications Bachelor's degree in HR, Business Administration, or a related field; HR certification (SHRM-CP, PHR) preferred 5-7 years of progressive HR experience, ideally in a small or professional services organization Strong working knowledge of California employment law Skilled at balancing hands-on HR operations with big-picture strategy Experience crafting talent development programs Excellent communication and interpersonal skills with high emotional intelligence Highly organized, self-directed, and adaptable to shifting priorities Proficient in Microsoft Office, Google Workspace, and HRIS/payroll platforms Required Skills Strong working knowledge of California employment law Experience building and implementing talent development programs Excellent communication and interpersonal skills with high emotional intelligence Highly organized, self-directed, and adaptable to shifting priorities Preferred Skills HR certification (SHRM-CP, PHR) preferred Experience crafting talent development programs Pay range and compensation package Base Comp: $145-$175K Full medical, dental, and vision coverage Paid time off and firm holidays 401(k) plan with firm contributions Professional development support and growth opportunities Collaborative, people-first, and remote first /hybrid heavy culture that values transparency, respect, and excellence Equal Opportunity Statement If you're an experienced HR professional ready to take ownership of a pivotal function in a collaborative, mission-driven law firm, we'd love to connect. Apply today to help shape a culture where people and purpose thrive together.

Join San Andreas Regional Center - Where Every Role Matters. San Andreas Regional Center (SARC) is one of 21 regional centers in California, funded by the State and rooted in the values of the Lanterman Act. As a community-based nonprofit, we are dedicated to supporting individuals with developmental disabilities in living full, independent, and inclusive lives. Join a diverse, mission-driven team that is passionate about making a meaningful difference every day. If you care deeply about equity, advocacy, and social impact- SARC is the place for you. Position Overview: We are seeking an experienced and dedicated Human Resources Manager with a strong background in union negotiations, employee relations, and policy writing. The ideal candidate will play a key role in managing the company's labor relations strategies, fostering a positive work environment, and ensuring compliance with all legal and company policies. The HR Manager will lead the development and implementation of policies, assist with employee relations, and provide strategic support in union negotiations. This position requires an individual with a deep understanding of labor laws, conflict resolution, and the ability to manage both union and non-union environments effectively. Key Responsibilities: Union Negotiations: Participate in union negotiations, including preparation, strategy development, bargaining sessions, and the implementation of collective bargaining agreements (CBAs). Serve as a liaison between management and union representatives to ensure productive negotiations and outcomes that align with the company's goals. Employee Relations: Participate in managing employee relations matters, including conflict resolution, grievance management, disciplinary actions, and ensuring fair treatment for all employees. Foster a positive work environment by addressing employee concerns, resolving disputes, and implementing employee engagement initiatives. Policy Development & Writing: Develop, review, and update company policies and procedures to ensure compliance with applicable labor laws, regulations, and best practices. Ensure clear and effective policies related to employee conduct, compensation, benefits, and union-related matters. Communicate policy changes and updates to employees and management. Compliance & Legal Support: Ensure adherence to labor laws, regulations, and collective bargaining agreements. Work closely with legal counsel to address complex legal issues, prevent legal disputes, and mitigate risk related to labor relations and employee matters. Training & Development: Provide training and guidance to managers and employees on company policies, employee relations best practices, and conflict resolution. Lead training programs on topics such as labor relations, communication strategies, and compliance with employment laws. Performance Management: Support management in performance management processes, ensuring proper documentation, consistent application of policies, and addressing employee performance concerns in a fair and effective manner. Employee Engagement & Retention: Work collaboratively with management to promote employee engagement and retention through feedback mechanisms, and addressing employee concerns. Develop initiatives to improve employee morale and satisfaction. *This position will support outer offices in Salinas and Watsonville* Education/Experience: Bachelor's degree in Human Resources, Business Administration, or a related field (Master's preferred). Minimum of 5-7 years of experience in Human Resources, with at least 3-5 years specifically focused on union negotiations, employee relations, and policy development. Strong knowledge of labor laws, collective bargaining, and union-related issues. Proven experience in negotiating and managing collective bargaining agreements (CBAs). Excellent interpersonal, communication, and conflict resolution skills. Ability to think strategically, manage complex situations, and make sound decisions in a fast-paced environment. Strong writing and analytical skills, with the ability to draft clear, concise, and legally compliant policies. Comfortable with presenting and public speaking. Ability to build strong relationships with both union representatives and management. Knowledge of HRIS and other relevant HR software. Understanding payroll policy, law requirements, and procedures for compliance with labor regulations. Preferred Skills: SHRM-SCP or PHR certification. Experience in a unionized industry or environment. Strong facilitation and training delivery experience. Ability to work in a diverse, inclusive, and dynamic environment. Other: Use of an automobile, possession of a valid driver's license and automobile liability insurance for the minimum amount prescribed by law, OR ability to provide for independent transportation. We offer a competitive benefits package designed to support your health, well-being, and future. Employees receive free medical coverage (yes, free for employees!), along with free dental and vision insurance for your dependents. Our benefits include a CalPERS pension plan, offering rare, long-term financial security through a lifetime pension, excellent health benefits, and overall career stability. Additional benefits include a 403(b) retirement plan, flexible spending accounts, and an Employee Assistance Program (EAP). You'll also enjoy: Five days of paid education leave per fiscal year Vacation time, sick leave, 12 paid holidays and 2 floating holidays! Life insurance, with options for additional coverage Access to an employee discounts portal full of great deals We offer flexible work schedules and select hybrid positions, promoting a healthy and balanced work-life experience. And that's just the beginning - explore the full list of benefits on our careers website! (**Benefits apply to eligible employees.) Note: Salary range depending on experience

At Sugar Bowl Bakery, we believe that simple, delicious food brings joy to everyday moments. If you're passionate about delightful treats, we want you on our team! From our rich, chocolatey Brownie Bites to buttery soft Madeleines and subtly sweet Palmiers, each perfectly portioned baked good is crafted with high-quality ingredients and a commitment to taste. Help us spread sweetness with every bite-your journey into the world of delectable baked goods starts here! Position Overview: The HR Manager is a key member of the bakery management team and partners closely with bakery leaders to drive HR initiatives that support employee engagement, compliance, and operational excellence. This role is responsible for hands-on management of day-to-day HR operations within the manufacturing facility and the corporate headquarters in Hayward, CA, including employee relations, benefits administration, recruiting, training and development, and performance management. The HR Manager will develop, implement and manage programs and HR processes to support our diverse, multilingual workforce. The HR Manager oversees an HR Supervisor and serves as a trusted advisor to leadership and employees across all levels of the organization. They provide guidance and counsel to functional leaders in support of the management and development of their teams, as well as ensure that the HR process and protocols are clear and effective. The HR Manager utilizes analytics, expertise, and best practices to influence and improve organizational culture, people systems, programs, and outcomes. Essential Functions: Bakery Leadership Collaborate with facility management team to plan and implement facility-level HR initiatives & work plans, ensuring effective communication and change management methods. Partner with leadership to strengthen management capability and succession planning. Promote a workplace environment that aligns with SBB values and desired culture, leading as a role model in all interactions, and collaborating with facility leaders to develop plans to promote an inclusive environment that is engaging, enabling, and energizing, and one where our team members can thrive. Recruitment & Staffing Manage full-cycle recruiting for both hourly and salaried positions, from job posting to onboarding. Partner with external staffing agencies to ensure adequate coverage and high-quality placements. Develop creative sourcing strategies to attract and retain a diverse workforce. Employee Relations & Coaching Partner with bakery and department managers to proactively address employee relations issues, coach leaders, and ensure fair and consistent application of company policies. Conduct and document workplace investigations and recommend appropriate actions. Foster a positive, inclusive, and safe workplace culture that aligns with company values. Champion a positive culture by actively promoting recognition programs and ensuring leaders are delivering timely and sincere appreciation. Training & Development Identify training needs and coordinate programs to support employee growth and compliance requirements. Develop and conduct training as needed regarding a variety of HR processes and tools such as defining/documenting job functions/requirements, interviewing & selection, performance management, conflict resolution, managing positive employee relations, policies & procedures, etc. Benefits & HR Administration Administer employee benefits programs and serve as a resource for employee questions. Support annual open enrollment and benefits education efforts. Ensure compliance with federal, state, and local employment laws, California wage and hour requirements, and company policies. Manage all HRIS related activities, maintain department records, and ensure data/reporting accuracy, including accurate organizational charts, employee files, etc. HR Strategy & Projects Contribute to HR process improvement initiatives and company-wide projects. Participate in developing HR department goals, defining processes and metrics in support of goals, and effective implementation. Implement HR programs and policies to enhance engagement, retention, and organizational performance. Position Location: This is an on-site role based in Hayward, California, to support the bakery and company headquarters. Candidates must be located within a commutable distance to Hayward. Minimum Qualifications 5-7+ years of progressive HR experience, including generalist responsibilities in a manufacturing or similar environment. Strong working knowledge of employment laws (Federal and California), benefits administration, and employee relations best practices. Proven experience in full-cycle recruiting and working with staffing agencies. Strong interpersonal skills and ability to work effectively with teams, a diverse, multilingual workforce, cross functional partners and external vendor partners Excellent organizational, communication, and problem-solving skills. Strong process improvement mindset with ability to identify and implement changes. Demonstrated engaged and hands-on approach to understand the operations & needs/priorities of the facility, building excellent working relationships with management, supervisors, and employees. Depth of knowledge regarding employment laws, regulatory compliance, and HR best practices in areas such as compensation and benefits administration, workforce planning, recruiting and onboarding, training and development, performance management, etc. Highest levels of professionalism, confidentiality, judgement, and discretion. Education/Certifications Bachelor of Science of Bachelor of Arts in HR or related field preferred (or equivalent experience) HR Certification - PHR/SPHR or SHRM-CP/SCP - strongly preferred Personal Attributes Operates as a leader with a high level of professionalism Proactive self-starter; with sense of urgency to achieve results Quick study, flexible and willing to handle a fast paced, ever changing work environment Ability to operate in a team environment with a “can do” attitude Anticipates and plans for potential issues Strong problem-solving skills Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. Sugar Bowl Bakery continues to remain an Equal Opportunity Employer.

Contract to hire - Human Resources Manager Pay range: $40-45/hour Hours of Work: Monday through Friday, typically from 06:00 to 3:00 PM or 7am- 3:30pm The Human Resources Manager role will provide a broad range of support including, but not limited to: payroll, benefits administration, recruitment/employment, onboarding, employee and labor relations, file management, policy administration, workers' compensation claim handling, safety program management, and day-to-day HR operations. Essential Functions Ensure all HR policies, procedures, and reporting requirements comply with Federal, State, and local laws/ordinances. Maintain knowledge of current applicable state and federal wage/hour laws affecting HR functions. Ensure completion and documentation of required training (EEO, safety, ethics & compliance). Recruit and interview candidates for open positions. Conduct new employee orientations and onboarding to foster a positive attitude toward company goals. Respond to benefit questions and assist employees with plan information. Manage employee relations and union-related matters. Respond to inquiries regarding policies, procedures, and programs. Manage the company's Safety Program, including monthly safety training and chairing the Safety Committee. Maintain written records of complaints and accidents; conduct investigations and root cause analysis. Maintain all employee personnel files, medical files, I-9s, ACA, etc. Approve timecards, process payroll, and reconcile payroll-related deductions and benefits. Schedule and track vacation, floating holidays, and sick leave. Manage employee leaves of absence; compile paperwork and meet with employees to explain rights and expectations. Handle reporting and management of workers' compensation claims. Prepare offboarding paperwork and conduct exit interviews. Complete various reports (OSHA 300, attendance, pension hours) and respond to government inquiries. Develop successful internal/external business partnerships (e.g., staffing agencies). Introduce new HR policies or revise existing ones to ensure compliance and best practices. Maintain Employee Handbook and ensure full implementation. Facilitate correspondence and inquiries with insurance companies. Perform other duties as assigned. Functional and Physical Requirements Excellent oral and written communication skills. Must be able to effectively read and speak English; Spanish proficiency preferred. Ability to work overtime and weekends when required. Positive, professional demeanor and strong team collaboration skills. Leadership and coaching abilities. Strong planning, organizing, and prioritization skills. Proficient in MS Office Suite and ADP WFN Strong organizational skills. Education, Training & Experience Bachelor's degree in Human Resources, Business Administration, or related field OR valid PHR/SPHR/aPHR/SHRM certification a plus Minimum 5 years' experience in a progressive HR role; manufacturing environment preferred. Knowledge of California employment and labor laws, including leaves of absence. Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to ******************************************* The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable: • The California Fair Chance Act • Los Angeles City Fair Chance Ordinance • Los Angeles County Fair Chance Ordinance for Employers • San Francisco Fair Chance Ordinance Benefit offerings include medical, dental, vision, life insurance, short-term disability, additional voluntary benefits, EAP program, commuter benefits, and 401K plan. Our program provides employees the flexibility to choose the type of coverage that meets their individual needs. Available paid leave may include Paid Sick Leave, where required by law; any other paid leave required by Federal, State, or local law; and Holiday pay upon meeting eligibility criteria.

Our client is seeking a strategic and hands-on Vice President of People to lead all aspects of human resources, labor relations, and workforce strategy within a multi-state, unionized commercial construction environment. This role is responsible for developing and executing people strategies that support both field and office teams, ensuring compliance with labor agreements and employment laws, and building a culture of safety, performance, and accountability. The ideal candidate brings deep experience navigating complex union environments and scaling HR functions across diverse workforces. Key Responsibilities HR Leadership & Organizational Development Lead and develop a high-performing HR team, offering strategic direction and hands-on coaching. Act as a trusted advisor to executive leadership on people-related matters. Design and implement leadership development and management training programs. Promote a culture of continuous improvement, equity, and collaboration. Union & Labor Relations Serve as the primary liaison with union representatives across multiple regions. Partner with internal and external stakeholders on collective bargaining, contract management, and grievance processes. Ensure full compliance with labor agreements, prevailing wage laws, and project labor agreements (PLAs). Build positive working relationships with union leadership to support workforce continuity. Talent Acquisition & Workforce Planning Oversee recruitment and retention strategies for union tradespeople, project teams, and corporate staff. Lead workforce planning and succession planning across operational and administrative functions. Develop talent pipelines and partnerships with trade organizations, educational institutions, and workforce agencies. Culture & Engagement Champion the organization's mission, values, and safety culture. Design and implement employee engagement and recognition programs. Drive cultural alignment across field and corporate environments. Compliance & Risk Management Ensure compliance with all relevant labor laws and regulations (e.g., OSHA, EEOC, Davis-Bacon Act). Oversee investigations and resolution of employee relations matters with fairness and confidentiality. Work cross-functionally with legal and operations teams to proactively identify and manage HR-related risks. HR Operations & Analytics Oversee all HR operations, including performance management, benefits administration, and HRIS optimization. Leverage HR data and analytics to drive strategic decision-making and improve workforce performance. Manage third-party vendors and service providers to enhance employee programs and services. Qualifications Bachelor's degree in Human Resources, Business Administration, Labor Relations, or a related field. 10+ years of progressive HR leadership experience, including at least 5 years in a unionized construction or industrial setting. Proven success in collective bargaining, labor relations, and managing multi-state workforces. Deep understanding of commercial construction environments and union workforce dynamics. Strong strategic thinking, problem-solving, and organizational planning skills. SHRM-SCP or SPHR certification preferred. OSHA 30-Hour Certification required. Background in labor law or employment law a strong plus. Fluent in Spanish preferred. Compensation and Benefits: $250,000 - $290,000 (based on experience) Annual bonua (based on company performance) Medical, Dental, Vision. Why choose Addison Group? Pay: We negotiate high salaries using US Bureau of Labor Statistics Benefits & Bonuses: You are eligible for medical, dental, vision insurance benefits, 401K, and monetary bonuses Permanent Employment: Many of Addison's Administrative job openings lead to potential permanent employment Connections: You connect directly with hiring managers from renowned organizations Options: You are presented multiple employment options near your home Professional Development: You are provided hiring process advice, resume revision, and employment term negotiation Addison Group is an Equal Opportunity Employer. Addison Group provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Addison Group complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. Reasonable accommodation is available for qualified individuals with disabilities upon request.

Achieving our goals starts with supporting yours. Grow your career, access top-tier health and wellness benefits, build lasting connections with your team and our customers, and travel the world using our extensive route network. Come join us to create what's next. Let's define tomorrow, together. Description At United, we fly into airports around the entire world. And we need a whole team of people to keep things running in tip-top shape! From the exceptional service at the check-in counter to the departure gate, and even behind the scenes making sure your checked bags arrive with you, our Airport Operations team keeps operations at our airports running smoothly every single day. Job overview and responsibilities The Manager - Operations Control serves as the primary management control oversight of gate planning, daily schedule integrity, and flight process activities, all while ensuring local station requirements are met and United's core4 principles are upheld. Operations Control Managers must be able to function interchangeably as planners overseeing the hub gating plan and as flight process overseers / problem solvers within a given area of responsibility (a pod of approximately 10-20 gates). * Responsible for preplanning prior to shifts/banks and ensuring readiness for gates, crews, maintenance, WX/ATC, and staffing Monitor flight activities within pod (including pre-arrival, arrival, ground-servicing, and departure activities) for exceptions and process failures with a given area of responsibility and engage with other team members as needed to resolve operational challenges * Create hub gating plans that meet operational, customer, and employee needs and adapt them as needed to dynamic changes in the operational environment * Maintain thorough situational awareness about any events that may impact gating and parking plans * Make tactical decisions as needed and escalate significant operational challenges to the SOC shift manager * Provide consistent, ongoing strategic gate planning communication and operational updates with all departments, service partners and external agencies * Primary liaison with NOC Dispatch and Ops Managers regarding real time updates to the hub schedule and notable flight-level events * Work with all stakeholders to ensure accurate flight following (FLIFO) information is maintained * Responsible for supporting the station safety culture through strategic communication and engagement * Responsible for coordinating analysis and communication of field conditions during irregular operations * Responsible for partnering with local station and Network Planning in developing future flight schedules Qualifications What's needed to succeed (Minimum Qualifications): * Bachelor's degree or 4 years of relevant work experience * 2+ years of airline management experience * Proven track record for decisive action backed by strategic planning, continuous improvement, analytical thinking, goal-directed leadership and service-oriented performance * Ability to lead peers and other leaders utilizing a philosophy focused on Safety, Caring, Dependability and Efficiency to reach best outcomes for the airline * Proven track record for decisive action backed by strategic planning, continuous improvement, analytical thinking, goal-directed leadership and service-oriented performance * Able to consistently manage both controlled and uncontrolled environments while making informed strategic and tactical decisions * Strong interest and desire to develop training skills and knowledge * Excellent communication and interpersonal skills, with the ability to engage and connect with diverse learners * Organized and detail-oriented, with the ability to manage multiple tasks and priorities * Must be legally authorized to work in the United States for any employer without sponsorship * Successful completion of interview required to meet job qualification * Reliable, punctual attendance is an essential function of the position What will help you propel from the pack (Preferred Qualifications): * Bachelor's degree * Extensive knowledge of operations, management and logistics * 1+ years of leadership experience with projects * Experience in schedule design and schedule planning * Experience working with operational programs such as Inform Real Time Stands, Unimatic, IOM, and similar programs * Project management * Excellent written and oral communication skills * Ability to conform to shifting priorities, demands and timelines through analytical and problem-solving capabilities The base pay range for this role is $75,211.20 to $91,924.80. The base salary range/hourly rate listed is dependent on job-related, factors such as experience, education, and skills. This position is also eligible for bonus and/or long-term incentive compensation awards. You may be eligible for the following competitive benefits: medical, dental, vision, life, accident & disability, parental leave, employee assistance program, commuter, paid holidays, paid time off, 401(k) and flight privileges. United Airlines is an equal opportunity employer. United Airlines recruits, employs, trains, compensates and promotes regardless of race, religion, color, national origin, gender identity, sexual orientation, physical ability, age, veteran status and other protected status as required by applicable law. Equal Opportunity Employer - Minorities/Women/Veterans/Disabled/LGBT. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform crucial job functions. Please contact JobAccommodations@united.com to request accommodation.

At Telecare, we believe the strength of our organization sits in the hands of our leaders. We believe having a strong, capable, and motivated leadership team is of foundational importance to the organization's success. The Vice President, HR Operations is a strategic and operational leader responsible for overseeing HR Compliance, HRIS, and HR Data & Analytics across the organization. This role ensures that Telecare's HR operations infrastructure is compliant, data-driven, and technology-enabled, supporting enterprise-wide workforce strategies and driving operational excellence. The VP will lead the design and execution of scalable systems, programs, and policies that promote compliance with federal, state, and local regulations, optimize HR technology and process efficiency, and leverage workforce data and analytics to inform executive decision-making. Shifts Available:  Full-Time, Monday - Friday Expected starting wage range is $203,934.37 - $251,978.83. Telecare applies geographic differentials to its pay ranges.  The pay range assigned to this role will be based on the geographic location from which the role is performed.  Starting pay is commensurate with relevant experience above the minimum requirements. THE IDEAL CANDIDATE The ideal candidate for the VP HR Operations & Shared Services role is someone that is a strong complement to the Telecare culture and exhibits behaviors that demonstrate alignment with Telecare's values. The ideal candidate is someone who has a successful track record of ensuring HR operations infrastructure is compliant, data-driven, and technology-enabled, supporting enterprise-wide workforce strategies and driving operational excellence. We define operational excellence in 4 key areas: - Clinical Quality and Risk Management Excellence. First and foremost, the care we provide to those we serve is paramount. Demonstrating consistency in care by ensuring staff are well trained, prepared for their work, able to deliver excellent care and respond to the needs of our clients that maximizes clinical outcomes while reducing adverse events within the programs. - Workforce Engagement. Having a workforce that is highly engaged translates into the quality-of-care Telecare is able to provide its clients. Being able to maintain low turnover and have staff that stay and grow with the organization are key measures of success. - Customer Satisfaction. Our customers are important. The VP HR Operations & Shared Services needs to be able to regularly interact with customers and ensure awareness of Telecare's commitment to delivering high quality care and minimizing unintended outcomes. - Financial Security. Knowing how to successfully operate within a budget and drive fiscal responsibility through the organization is vitally important to the organization's success. COMPETENCIES FOR THE IDEAL CANDIDATE The ideal leader for Telecare is someone that has a high level of self-awareness, seeks, and integrates feedback from others and is able to reflect on matters that impact those around them. They know how and when to collaborate, are skilled at navigating complex situations and able to develop the talent and build the team around them to be able to do the same. The ideal candidate will be someone who is passionate and committed to the vision and purpose of Telecare and is able to lead the organization, guided by our values and will bring the following competencies: Proven strategic human resource business partner, with an excellent sense of operations, as well as commercial activities and an appreciation for the interplay between the two Ability to prepare and communicate clear and compelling messages to senior leadership Strong analytical and reasoning abilities Executive presence and excellent interpersonal, oral and written and communication skills Proven ability to recruit, train, and motivate employees in order to balance staffing strength and develop future leaders Ability to establish credibility and be decisive but able to recognize and support the organization's preferences and priorities Results oriented with the ability to balance other business considerations POSITION SUMMARY This role will assist in the planning and development of the appropriate organizational design, architecture and support systems to enhance ongoing compliance improvements and implementation of the HR Service Delivery model. He or she will serve as a thought leader and partner in advancing high performing organizational effectiveness. Additionally, the vice president will also focus on leading overall operational excellence of the compliance, Data Analytics and HRIS COEs as well as the HR centralized support services. This includes developing end to end processes that support satisfying associate experience in the areas of engagement, on-boarding, benefits, use of AI, time management and human resources reporting. They will also be responsible for implementing regular use of lean, continuous improvement process improvement discussions within the Human Resources function to identify workflow, process and opportunities for technology to enable improvement and standardization The Vice President partners closely with HR leadership, Operations, Finance, IT, and Legal to ensure HR operational strategies align with Telecare's mission, values, and business objectives. QUALIFICATIONS Required: Fifteen (15) years Human Resources management experience; with a minimum five (5) years managing people Five (5) years managing teams and supporting corporate clients at the Executive level. Demonstrated experience in running an HR service organization utilizing continuous improvement best practices Bachelor's degree in human resources or related field, Master's degree preferred Broad understanding of the technical and functional components of human resources, including: talent acquisition, talent management, organizational design/development, succession planning, leadership development, compensation; compliance; planning; employee communications; training and development and employee relations Extensive experience implementing and optimizing HRIS/ERP systems and workforce analytics platforms (e.g., Tableau, Qlik), integrating data insights to enhance reporting, talent management, and strategic workforce planning Demonstrated expertise in leveraging analytics, artificial intelligence (AI), and workforce data to shape talent strategies, identify organizational trends, and drive evidence-based decision-making. Proven experience in data wrangling, exploratory data analysis, and the application of advanced analytics and cloud-based technologies (e.g., AWS, Azure, Google Cloud) to build scalable people analytics frameworks, automate HR processes, and ensure data accuracy and governance. Strong command of Microsoft Office products: PowerPoint; Excel, Word A self-starter with high energy level. Proactive, dynamic, making things "happen." Strong strategic thinker and general manager mindset; capable of translating business objectives into tactical action plans and milestones An intelligent, decisive, self-confident and results-oriented individual who possesses a combination of mental flexibility, creativity, analytical ability and sound judgment. Outstanding interpersonal skills and be able to work across functional areas within a company culture that is high performance, self-directing and collegial Ability to build relationships with superiors, peers and subordinates across a large and complex organization Able to lead, energize, and influence a wide spectrum of people to achieve exceptional performance Entrepreneurial spirit, with a hands-on, roll-up-the-sleeves mentality and a structured and pragmatic approach An effective collaborator and relationship builder, able to get results through influencing versus demanding by authority of position; a sought-after advisor Able to facilitate and encourage objective analyses of alternative points of view and be able to articulate the strengths and weaknesses of various business options in order to reach an informed decision Ability and willingness to travel up to 30% Must be at least 18 years of age All opportunities at Telecare are contingent upon successful completion and receipt of acceptable results of the applicable post-offer physical examination, 2-step PPD test for tuberculosis, acceptable criminal background clearances, excluded party sanctions, and degree or license verification. If the position requires driving, a valid driver's license, a motor vehicle clearance, and proof of auto insurance is required at time of employment and must be maintained throughout employment. Additional regulatory, contractual, or local requirements may apply Preferred: SHRM-SCP, SPHR, or certifications in HR technology/analytics ESSENTIAL FUNCTIONS HR Compliance and Operations Develops, implements, and maintains a comprehensive compliance program that encompasses medical, dental, and administrative operations. Creates and updates preventive controls, including policies and training, to ensure compliance with all applicable laws, regulations, and industry best practices, including Anti-Kickback Statute, False Claims Act, HIPAA, Stark Law, and other relevant regulations. Conducts annual risk assessments to identify potential areas of compliance gaps and risk. Develops and implement mitigation strategies to address identified risks. Monitors changes in laws and regulations and ensure the company adapts its compliance program accordingly. Develops and implements a monitoring program that is measurable and data-driven, promoting compliance with key regulatory policies and procedures spanning over a thousand provider offices. Establishes and enhances strong detective controls that will not unduly burden our ability to provide quality care to patients. Employee / Labor Relations / Compliance Ensures compliance with federal & local employment law Complies with all corporate and local policies including Ethics & Compliance Programs Assures accurate record keeping and timely local plan administration Works with corporate compliance team to ensure employee data and records are accurately maintained. Liaison with Telecare Employment Counsel Advises on relevant compliance matters Data Analytics Lead the successful implementation and optimization of the HR ERP system, ensuring alignment with business objectives through development of efficient back-office processes, data integration, and enhanced employee self-service tools that improve user experience and operational effectiveness. Provides data analytics to support the effectiveness of Power BI and a central SQL database within HR Acts as the data visualization and reporting SME using PowerBI, Qlik, Qualtrics and other management systems Provides analytical support on cross functional key projects, such as systems upgrade of Top/UKG, monthly engagement pulse survey, creation of standard work, and confidential projects Proactively partners with talent management and talent acquisition leadership to propose and execute special projects to improve workforce planning and diversity & inclusion HR Leadership/Continuous Improvement Demonstrates the Telecare mission, purpose, values and beliefs in everyday language and contact with the internal and external stakeholders Partners with senior management to identify and address the critical needs of the business and achieve goals that support a long-range people strategy Supports enterprise HR initiatives designed to build a compliant, competitive and cost-effective HR infrastructure Serves as a trusted advisor to executives and the Board Drives integration across Compliance, HRIS, and Data Analytics functions to deliver consistent and efficient HR services Engagement Partners with business leaders on initiatives that engage employees and promote retention of key talent Fosters constructive associate relationships across the operations organization; Understands employee needs and facilitate effective communication channels between leaders and employees Sponsors and drives events and programs designed to increase employee engagement Consults with and advise business managers on disciplinary process and risk assessment on employee relations and performance related issues People Leadership Builds and leads high-performing teams, embedding a culture of compliance, equity, and continuous improvement Champion Telecare's values, ensuring HR operations reinforce a culture of equity, inclusion, and compliance Makes use of management practices that include empowerment of staff, the provision of clear and concise expectations regarding duties assigned employees, frequent feedback focusing on both positive and problematic aspects of work performance and other management practices Promotes and maintains professional and effective relationships and communications within the department and with other departments Duties and responsibilities may be added, deleted and/or changed at the discretion of management. SKILLS Excellent verbal and written communication Attention to detail Critical thinking to aid decision making Flexibility and ability to adapt Commitment to development PHYSICAL DEMANDS The physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job. The employee is occasionally required to walk, stand, bend, squat, kneel, twist, reach, lift and carry items weighing 25 pounds or less and do simple grasping, as well as frequently sit and occasionally drive. Visual requirements include computers and books exposure. EOE AA M/F/V/Disability

About Us Hippocratic AI has developed the only safe, safety-focused Large Language Model (LLM) for healthcare, resulting in the only autonomous patient-facing clinical agents in the industry. We are delivering abundance for the first time in healthcare by bringing deep clinical expertise to every human. No other technology has the potential to have this level of global impact on health. Come join the most capitalized healthcare AI company with the most deployed customers and the broadest platform of applications. Our highly mission-oriented team, coupled with innovative partners like the Cleveland Clinic, Baylor Scott & White, Northwestern, Wellspan, HCA, and Oschner, is building the most transformative company in healthcare in history. Why Join Our Team * Reinvent healthcare with AI that puts safety first. We're building the world's first healthcare-only, safety-focused LLM - a breakthrough platform designed to transform patient outcomes at a global scale. This is category creation. * Work with the people shaping the future. Hippocratic AI was co-founded by CEO Munjal Shah and a team of physicians, hospital leaders, AI pioneers, and researchers from institutions like El Camino Health, Johns Hopkins, Washington University in St. Louis, Stanford, Google, Meta, Microsoft, and NVIDIA. * Backed by the world's leading healthcare and AI investors. We recently raised a $126M Series C at a $3.5B valuation, led by Avenir Growth, bringing total funding to $404M with participation from CapitalG, General Catalyst, a16z, Kleiner Perkins, Premji Invest, UHS, Cincinnati Children's, WellSpan Health, John Doerr, Rick Klausner, and others. * Build alongside the best in healthcare and AI. Join experts who've spent their careers improving care, advancing science, and building world-changing technologies - ensuring our platform is powerful, trusted, and truly transformative About the Role At Hippocratic AI, we move fast, operate with intention, and hold an incredibly high bar for excellence. As our Director of HR Operations, you will be the heartbeat of the People engine. You will architect the systems, policies, programs, and processes that ensure the company scales rapidly without compromising on culture, trust, compliance, or mission. You will act as a critical bridge between the executive team and the broader workforce, responsible for turning people-strategy into actionable, repeatable, and scalable operations. This is a role for someone who loves the craft of People Operations. You are energized by building from scratch, thrive when the stakes are high, and bring calm, precision, and sound judgment to complexity. You combine hands-on execution with strategic leadership, and you see operational rigor as the foundation of an exceptional employee experience. If you want to shape the HR infrastructure of a hypergrowth, mission-driven organization-and care deeply about trust, clarity, and operational excellence-this is the place for you. What You'll Do HR Operations & Systems Ownership * Fully own and administer the People tech stack (e.g., HRIS such as Rippling), ensuring workflows, automations, integrations, data integrity, and reporting are reliable and scalable. * Design processes that feel intuitive, reduce friction, and give every employee confidence that things "just work." * Manage the full employee lifecycle: onboarding, internal transitions, performance changes, promotions, and offboarding. * Maintain confidential employee records and ensure data accuracy and compliance for reporting and audits. * Supervise and mentor any HR or People Ops staff - providing leadership, coaching, and development for the HR team. * Your work will help reinforce a culture of clarity, organization, and operational excellence across the entire company. Compliance, Policies & Risk Management * Ensure organizational compliance with all relevant federal, state, and local labor laws, regulations, and employment standards - particularly critical as the company grows and operates across states. * Own the employee handbook, develop and maintain HR policies and procedures. Update policies as laws change or the company's needs evolve. * Oversee regulatory filings, audits, and HR-related reporting requirements. Total Rewards Operations * Manage benefits administration, compensation workflows, payroll coordination, and rewards programs. Ensure accuracy, consistency, and confidentiality to build trust across the organization. * Use market data and internal analytics to design competitive compensation and benefits plans. Employee Experience & Support * Serve as a trusted, empathetic point of contact for employees - mediating disputes, supporting performance management, advising on disciplinary actions, and fostering an environment of fairness and openness. * Build self-service resources, documentation, and tools so employees feel empowered and supported. Strategic People Operations & Scaling * Collaborate with Finance on headcount planning, budgets, compensation, and growth forecasting. * Work with leadership to align People strategy with business goals, growth trajectories, and scaling plans. * Spot bottlenecks early, propose solutions, and introduce automations that let us scale fast while staying aligned to our core values. * Your work will directly influence how we grow, how we collaborate, and how we maintain a high-performance culture during hypergrowth. Reporting, Data & Analytics * Maintain accurate HR reporting (headcount, turnover, compensation, benefits, compliance metrics, demographics, trends). * Leverage data analytics to inform strategy, detect potential issues (e.g., turnover risk, engagement gaps), and drive continuous improvement in People operations. What You Bring Must Have: * 7+ years in People/HR Operations with at least 2+ years in leadership roles, with meaningful experience in fast-paced, high-growth startups * Bachelor's degree in Human Resources, Business Administration, or a related field (advanced degree preferred). * Experience in regulated industries (healthcare, AI, biotech, fintech) * Deep functional knowledge across HR sub-functions: HR operations, total rewards, performance & talent management, compliance, HRIS, employee relations. * Strong expertise with HRIS/People systems, especially Rippling - ability to design workflows, manage integrations, handle automations, and maintain data integrity. * A deeply hands-on approach-you love rolling up your sleeves and building clean, reliable processes * Strong foundation in multi-state employment (including hourly workforce), labor laws, and regulatory compliance * Demonstrated ability to build scalable People Ops infrastructure in environments that change weekly * High EQ and impeccable judgment-trusted with sensitive information and complex situations * Analytical mindset with strength in data, reporting, accuracy, and quality * A calm, steady presence under pressure and change * Onsite availability in Palo Alto, 5 days/week * A passion for creating a positive culture through operational excellence Nice to Have: * Experience partnering closely with Finance on headcount, compensation, and planning * Experience with global expansion or international HR operations * Background in companies scaling from early-stage (Series C and beyond) through hypergrowth Join us and help build the future of safe, life-changing AI in healthcare. There's never been a more exciting moment to make an impact. * Be aware of recruitment scams impersonating Hippocratic AI. All recruiting communication will come *********************** email addresses. We will never request payment or sensitive personal information during the hiring process. If anything appears suspicious, stop engaging immediately and report the incident.

The Company You'll Join Carta connects founders, investors, and limited partners through world-class software, purpose-built for everyone in venture capital, private equity and private credit. Trusted by 65,000+ companies in 160+ countries, Carta's platform of software and services lays the groundwork so you can build, invest, and scale with confidence. Carta's Fund Administration platform supports 9,000+ funds and SPVs, representing nearly $185B in assets under management, with tools designed to enhance the strategic impact of fund CFOs. Recognized by Fortune, Forbes, Fast Company, Inc. and Great Places to Work, Carta is shaping the future of private market infrastructure. Together, Carta is creating the end-to-end ERP platform for private markets. Traditional ERP solutions don't work for Private Funds. Private capital markets need a comprehensive software solution to replace outdated spreadsheets and fragmented service providers. Carta's software for the Office of the Fund CFO does just that - it's a new category of software to make private markets look more like public markets - a connected ERP for private capital. For more information about our offices and culture, check out our Carta careers page. The Team You'll Work With We are seeking a dynamic HR Leader to join our People team and make a high impact in a fast-paced, collaborative environment. This leader will partner with business executives, People Team leaders, and lead a small team of HRBPs to drive people strategies, support organizational growth, and help shape Carta's culture. You will serve as the primary HR partner to executive and senior leaders in our G&A (People, Legal, Finance) and GTM (Sales & Marketing) organizations. At Carta, we prioritize designing programs and experiences that fit our unique challenges over defaulting to conventional practices. As a key HRBP leader on the team, you'll help develop and execute People strategies that drive organizational effectiveness and foster transparency and high performance. This role requires a leader who thrives in ambiguity, balancing strategic initiatives with hands-on operational support, and consistently problem-solving for executives across the organization. Your ability to adapt, mentor, coach, and influence will make you a pivotal part of Carta's mission. The Problems You'll Solve As a Director, HRBP, you will be the primary HR partner for the G&A and GTM Executive and Leadership Teams. You will focus on balancing immediate operational needs with strategic, scalable program execution. Specifically, you will: * Lead and Develop HRBPs- Lead and develop a small team of HRBPs, ensuring their growth, engagement, and success as strategic partners to the business * Be a Strategic Business Partner - Consult with and advise executive and senior leaders within G&A and GTM to develop and implement effective people strategies that align with business goals and drive organizational performance * Design & Execute People Strategies - Design and implement creative people strategies and solutions that align with business goals and address complex organizational challenges specific to G&A and GTM * Drive Functional Performance - Partner with business leaders to roll out critical People initiatives, including performance management, compensation strategies, benefits, and employee development programs for your client groups. * Enable Organizational Effectiveness - Provide strategic guidance on workforce planning, succession planning, organizational design, and employee movements such as promotions, lateral transfers, and benchmarking * Leverage Data - Utilize data and insights to guide decisions, uncover trends, and improve organizational health within the G&A and GTM functions * Manage Employee Relations & Compliance - Resolve complex employee relations issues while balancing immediate operational needs with long-term growth strategies. Act as a trusted advisor to leadership, maintaining compliance and mitigating legal risks * Coach & Mentor - Coach and mentor managers and executives across all levels to enhance leadership capabilities and influence outcomes that align with organizational success * Champion Culture & Change - Build strong relationships with employees and leaders to champion culture, drive change, and foster a high-performing organization The Impact You'll Have You'll be a trusted advisor and confidante to business leaders and employees across the G&A and GTM organizations, navigating challenges and driving impactful solutions. By deeply understanding the business, you will tackle problems that affect current employees, future hires, and the leaders who support them. This role is a key partnership position, working closely with senior leadership team members to align People strategies with business objectives. About You You are an experienced, empathetic, and results-oriented HR leader with a track record of driving impactful People strategies. You excel in ambiguous, high-growth environments where strategies evolve, and operationally minded. Qualifications: * 12+ years of HRBP or equivalent experience, with 5+ years in a leadership role * Experience in a fast-paced established technology company and startup environment * Demonstrated success partnering with executives and influencing across all levels of an organization * Experience partnering with centers of excellence for larger company wide initiatives * Exceptional coaching skills with the ability to empower and develop individual contributors and executives * Strong organizational skills and the ability to juggle competing priorities effectively * Excellent communication skills-written, verbal, and interpersonal-with a high degree of empathy * Hands-on experience with workforce planning, succession planning, compensation, and employee relations * Familiarity with hybrid and international work environments, and an appreciation for cultural nuances in a global workforce * A demonstrated ability to adapt to shifting strategies and priorities in rapidly growing or evolving organizations Salary Carta's compensation package includes a market competitive salary, equity for all full time roles, exceptional benefits, and, for applicable roles, commissions plans. Our minimum cash compensation (salary + commission if applicable) range for this role is: $225,000 - $300,000 in San Francisco Final offers may vary from the amount listed based on geography, candidate experience and expertise, and other factors. Disclosures: * We are an equal opportunity employer and are committed to providing a positive interview experience for every candidate. If accommodations due to a disability or medical condition are needed, please connect with the talent partner via email. * Carta uses E-Verify in the United States for employment authorization. See the E-Verify and Department of Justice websites for more details. * For information on our data privacy policies, see Privacy, CA Candidate Privacy, and Brazil Transparency Report. * Please note that all official communications from us will come from an @carta.com or @carta-external.com domain. Report any contact from unapproved domains to ******************.

We are seeking an experienced HR Director to partner with technical leaders at Facebook. In this role, you will: Lead engineering strategy and support organizational growth Leverage data-driven insights to inform people decisions Communicate effectively with technical leaders and stakeholders Ideal candidates will have proven experience working with data, a deep understanding of technology, and a passion for driving organizational relevance and innovation. Minimum Qualifications * 15+ years of experience operating in an HRBP/business-facing role * 15+ years of experience as a Human Resource Leader working at both a strategic and executional level * Operator and track record of scaling global teams * Experience as a people manager and organizational leader, with business acumen and experience understanding strategic organizational issues * Experience operating in a matrix organization, and cultivating relationships globally Preferred Qualifications * Experienced working with tech organizations and leaders Responsibilities * Manage a team of Human Resource Business Partners * Partner with business and functional HR leaders globally to develop and lead effective people strategies and programs that enable Meta Facebook to scale effectively globally * Lead the delivery of the Company's people practices including talent assessment and planning, organization design and development, performance management, and leadership development, and contribute as a global HR leader to the ongoing development of these practices * Use data insights to make evidence-based people decisions for attraction, performance, and engagement * Provide direct support and coaching to the Meta Facebook leadership team, and work closely with each of them and their respective teams as a trusted partner, bringing insight and advice relating to people, teams and the development of their organizations as they scale * Together with business leaders create an environment which is open and connected and which expects the highest standard of behavior and ethical conduct throughout our company * Provide leadership in development, execution and facilitation of employee relations efforts * Lead an HR Business Partner team, developing market leading HR capabilities and careers by creating an environment that stimulates creativity and supports their ongoing development * Provide global leadership to deliver against the people needs of the company * Work closely on critical cross-functional initiatives with cross-functional leaders of teams About Meta Meta builds technologies that help people connect, find communities, and grow businesses. When Facebook launched in 2004, it changed the way people connect. Apps like Messenger, Instagram and WhatsApp further empowered billions around the world. Now, Meta is moving beyond 2D screens toward immersive experiences like augmented and virtual reality to help build the next evolution in social technology. People who choose to build their careers by building with us at Meta help shape a future that will take us beyond what digital connection makes possible today-beyond the constraints of screens, the limits of distance, and even the rules of physics. Equal Employment Opportunity Meta is proud to be an Equal Employment Opportunity employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, reproductive health decisions, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetic information, political views or activity, or other applicable legally protected characteristics. You may view our Equal Employment Opportunity notice here. Meta is committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. If you need assistance or an accommodation due to a disability, fill out the Accommodations request form.

A City Government in Santa Clara County is seeking an experienced public-sector HR leader to serve as its next Director of Human Resources. As a key member of the City s Executive Team, the Director of Human Resources will serve as a strategic and collaborative business partner, leading a talented team of professionals in a full-service HR Department. The City is looking for an innovative, future-focused leader with broad, deep experience across the HR spectrum and strong risk-management expertise. The ideal candidate will be an approachable, positive leader who excels at building trust, fostering strong working relationships, including with labor groups, and developing a shared vision aligned with organizational goals. Send your resume in Word format to jobs@munitemps.com for immediate consideration.

Job Description The Director of Employee Experience provides strategic leadership and direct oversight of Human Resources and payroll administration, focusing on creating an exceptional employee experience across the organization. This role combines strategic vision with hands-on execution, driving both people-focused initiatives and operational excellence. The position is responsible for developing and implementing effective HR strategies while ensuring accurate and compliant payroll processing. Reporting to the CFO, this role partners with leadership to support a people-centered culture and operational objectives through excellence in HR service delivery, administrative efficiency, and employee engagement. Essential Job Functions Strategic Leadership & Team Growth Partner with senior leadership to define and execute the Employee Experience strategy in alignment with organizational objectives Advise executives on culture, employee engagement, performance optimization, and change management Lead cultural transformation initiatives that reinforce core values and address organizational challenges Foster an environment of continuous learning and professional growth across administrative teams Culture & Employee Engagement Champion a culture of inclusion, respect, and professional growth, ensuring all employees feel valued, heard, and empowered Design and implement employee engagement initiatives and recognition programs Support leadership in addressing cultural challenges within their teams Human Resources Leadership Develop and execute HR strategies that support organizational goals, enhance employee engagement, and foster a positive workplace culture Contribute to the design of core HR operations, including recruitment, onboarding, benefits administration, performance management, and training programs Create, update, and enforce HR policies and procedures in compliance with employment and labor laws, and organizational objectives Ensure compliance with all relevant employment and labor laws and best practices Team Leadership Directly supervise HR Manager and provide guidance, mentorship, and professional development Build and maintain a high-performing HR team capable of delivering excellent service HR Analytics & Reporting Prepare and analyze HR metrics and reports to inform decision-making and identify trends Track key indicators including turnover, time-to-fill, training completion, and employee satisfaction Support data-driven improvements to HR programs and processes Employee Relations Manage employee relations issues, workplace conflict resolution, and disciplinary processes Promote a respectful, inclusive work environment and serve as a trusted resource for employee concerns Conduct workplace investigations as needed and recommend appropriate actions Performance Management & Professional Development Foster an environment of continuous learning and professional growth across administrative teams Oversee training and professional development programs Support managers in performance management, coaching, and employee development Identify skill gaps and create development opportunities for employees Support succession planning and career pathing initiatives Payroll Administration Oversee all aspects of payroll processing, ensuring accurate and timely compensation Ensure compliance with federal, state, and local regulations and CBA contractual requirements Resolve payroll-related issues and discrepancies promptly and professionally Supervise payroll team and ensure effective operations Collaborate with Accounting and Finance to support budgeting, auditing, and reporting related to payroll expenses Required Knowledge, Skills, and Abilities Education & Experience Bachelor's degree in Human Resources, Organizational Development, or related field required 10 years of progressive HR experience, with at least 5 years in a director/leadership role Certification in SHRM or HRCI, a plus Experience with payroll administration and state employment regulations Proven track record of implementing HR programs and improving HR processes Experience with budget oversight and strategic planning processes preferred Critical Experience Requirements Proven experience in organizational development and implementing strategic change management initiatives A track record of training and developing managers to increase operational efficiency and productivity Demonstrated ability to build and foster positive workplace environments that drive employee engagement Experience mentoring and developing HR managers and teams Strong understanding of California payroll regulations and compliance requirements Substantial experience working with union employee populations and navigating collective bargaining environments Technical Skills Experience with HRIS systems, payroll software, and data analytics preferred Strong knowledge of employment law, HR best practices, and compliance requirements Excellent project management and organizational skills Leadership & Interpersonal Skills Strong business acumen with the ability to align HR strategy with business objectives Skilled in conflict resolution, mediation, and difficult conversations High emotional intelligence and cultural sensitivity Proven ability to build trust and credibility with employees at all levels Excellent written and verbal communication Competencies & Expectations Change Leadership: Drives systematic change that improves effectiveness, culture, and performance HR Expertise: Deep knowledge of HR practices, employment law, and people management Operational Excellence: Ensures efficient, accurate, and compliant HR and payroll operations Employee Advocacy: Balances business needs with fair, equitable treatment of employees Relationship Building: Develops strong partnerships with managers and earns employee trust Clear Communication: Delivers consistent, transparent, and timely information Problem Solving: Addresses complex employee relations issues with sound judgment Team Leadership: Builds and develops high-performing HR and payroll teams Adaptability: Responds effectively to changing business needs and priorities Confidentiality: Maintains highest standards of discretion with sensitive information Collaboration: Works effectively across departments to achieve shared goals Ethical Integrity: Upholds fairness, honesty, and professionalism in all actions Working Conditions Prolonged periods of sitting at a desk and working on a computer Occasional walking through facilities and administrative offices Ability to occasionally lift up to 15 pounds This role requires strong presence, both in person and virtually, to guide teams, implement systems, and promote cultural alignment Hybrid work arrangement available Salary $185-$225K base + 20% yearly bonus + 401k + Insurance + PTO + Vacation + sick days.

Zinier's modern field service management platform helps companies with large and complex field service teams deliver an unparalleled experience to customers. From matching the right work to the right people at the right time, to creating step-by-step mobile workflows guiding technicians, or even automatically creating work orders to kick off the next series of steps in an installation process, Zinier is your complete, end-to-end solution for field service delivery. Our customers include large telecom companies with hundreds, even thousands of technicians who install and repair equipment on a daily basis, to leading satellite companies that provide complex tracking of ship fleets. Any company that needs to install, maintain, and repair equipment out in the field can use Zinier to supercharge their teams. We're a global company headquartered in Burlingame, California, with offices in Mexico City, Singapore, and Bengaluru. Our investors include Accel Partners, Newfund, and StartX. Job Description As the Director of Human Resources, you will be working directly under the Head of Operations and Strategy and closely with the Chief Executive Officer of Zinier. You will play a critical role in shaping the future of the company from an HR perspective. Being in the driver's seat of human resource, you will be leading all HR and Recruitment related initiatives across Zinier's global offices. The role calls on you to apply your extensive recruitment and networking experience in hiring, training, and managing talents. You are responsible for coaching and guiding the company's leaders, developing and implementing a comprehensive people plan that aligns to business goals and key drivers with a focus on delivering business transformation and organization change. Most importantly, you will guide HR policies to help achieve the founders' vision of making Zinier a great place to work at! Responsibilities include: Workforce Planning: Analyze and provide guidance on Zinier's current organizational state and future requirements. Craft and revise role profiles as to facilitate business planning. Organizational Development: Build up programs to ensure employees' training needs and growth aspirations are met. Recruitment: Direct outreach through recruitment portals and own recruitment network for hiring of critical roles. Ensure a conscious, deliberate approach to attracting and retaining top talent. Leadership: Provide strong guidance in the recruitment and development of talents to ensure the highest levels of performance and productivity. Instill a culture that emphasizes collaboration, accountability and transparency. Bachelor's Degree holder with minimum 10 years of HR and Recruitment experience and at least 5 years people management experience Strong Recruitment and networking experience in IT and Telecommunication industries Track record of working on Global HR initiatives and projects experience Possess an approachable, mature and welcoming personality who can attract and retain talents Qualifications Bachelor's Degree holder with minimum 10 years of HR and Recruitment experience and at least 5 years people management experience Strong Recruitment and networking experience in IT and Telecommunication industries Track record of working on Global HR initiatives and projects experience Possess an approachable, mature and welcoming personality who can attract and retain talents Ability to work with and influence executives and employees across the globe Additional Information All your information will be kept confidential according to EEO guidelines.

Job DescriptionPine Park Health: We're building a new model for caring for seniors. Pine Park Health stands-up micro-clinics in senior living communities, providing safer, more convenient urgent and primary care. We're building a value-based care model where we can invest in the health outcomes of our patients. We are a well-funded startup backed by First Round Capital, Google's AI fund, and Y Combinator'and we're growing fast. We've gone from 0 to 20+ care sites in the past year, seen 10x patient growth, and are just getting started. We're looking to expand our motivated, multi-disciplinary team of operators, engineers, and clinicians. If you share our drive for mission-driven care, love collaborating with others to realize a dream and scalable vision, join us! We're building a company to improve the way healthcare is delivered to older adults now and for decades to come. The Director of Human Resources will lead our HR department and is critical in executing our people initiatives, providing great internal support, and driving HR functional excellence and process improvement. We are looking for a people leader who is motivated by building a best-in-class people organization and company, investing in management and people, building systems and processes, and supporting fast growth. Pine Park Health provides field services and we will only deliver on our ambitious mission if we make people- and talent-driven decisions at the heart of what we do. This role will start as a senior individual contributor then grow a team as Pine Park scales.What you'll own Lead all Human Resources efforts at Pine Park, including business partnership, benefits, talent development performance management, and process design Develop new protocols and processes to support scale while maintaining a high bar for quality HR support Own talent development and champion the processes and tools for a strong talent culture, including performance review, compensation strategy implementation, and professional development programming Partner with Pine Park's Head of Talent to create a world-class candidate for new employee experience Own all aspects of employee compliance and administration Lead Pine Park's HR enablement including benefits management, 401k administration, and key attendance tools Routinely evaluate fit for the changing needs of the organization Prepare paperwork, schedule, and facilitate smooth new hire onboarding process Assist managers in responding to associate needs Support in developing and executing HR procedures and policies, providing guidance and best practices Own all aspects of the employee handbook, employee directory, and organizational chart What we're looking for College degree required, masters degree preferred 8-10 years of HR experience Have significant HR experience at business partner level, ideally within a high volume, high growth, and customer-focused environments; field team HR experience a big plus Possess problem-solving and analytical capability; experience in managing and analyzing HR metrics to find root causes and develop short, medium, and long-term plans Have the ability to develop effective working relationships with employees at all levels Strong project management skills and resilient internal/external customer focus Excellent team player, good organizational and interpersonal skills Solid knowledge of California Labor Law Healthcare experience required Pine Park Health is an equal opportunity employer ' we aim to recruit, hire, develop, compensate, and promote regardless of race, religion, country of origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

Are you ready to make an impact? At WIND, you will get the opportunity to participate in building and shaping our operations from scratch. You will be part of a rapidly growing, global startup that will reshape urban mobility. WIND was founded to revolutionize shared mobility and backed and well-funded by international investors. We offer convenient, inexpensive and quick access to short distance transportation in urban areas in a variety of countries in Europe and the US - putting a strong focus on user-friendliness and safety of our users. With our ecofriendly and healthy product, we aim to make cities a better place, by reducing traffic, carbon dioxide emission and noise - while creating a profitable business. Working at WIND means being a member of a highly motivated and passionate team at a global company with a sustainable culture. Be part of this! You want to: Build up the entire company team Provide strategic and general HR support including full cycle recruiting, employee on boarding and off boarding, organizational development, compensation and benefits/rewards, and employee relations, etc. Design and implement performance review process and incentives Manage employee immigration matters and comply with government regulations establish and live our culture of a fun and productive work environment train, develop and supervise our teams to make the numbers go through the roof even more You: are a problem solver with hands-on mentality like to build things from the scratch 3 + years experience in HR, experience in logistics or tech industry preferred are a persuasive and entrepreneurial personality with passion for startups and challenges are extremely well organized, 100% accountable and have phenomenal communication skills are highly motivated, driven and proactive in looking above and beyond We offer: a high level of responsibility from the very first day a highly motivated and skilled team of top performers to become part of a fast-growing technology company a competitive salary If this is your job, please apply to: **************

Updated: Sep 11, 2025 Apply Now Share: About Kirkland & Ellis At Kirkland & Ellis, we don't just meet the standard for legal excellence - we set it. Our culture is built on teamwork, ingenuity and an unwavering commitment to continuous growth. We tackle the most sophisticated legal challenges with bold ideas and innovative solutions, powered by the exceptional experience and ambition of our 7,000+ people, including 4,000+ attorneys, across 22 offices worldwide. Our dedicated professionals share our lawyers' commitment to excellence and show up each day to do meaningful work that helps drive global business, investment and innovation forward. What You'll Do The Role Are you a strategic HR leader who thrives in a fast-paced, high-performance environment? Do you excel at guiding people-first strategies while delivering white-glove support across teams? Kirkland & Ellis is seeking an experienced, relationship-driven Associate Director of Human Resources to lead our HR function in the Bay Area with oversight of our Salt Lake City team. This is a high-impact opportunity for a confident HR professional who is energized by both big-picture strategy and day-to-day execution. As a trusted advisor to both our Firm's partners and staff leaders, you'll collaborate across departments to attract, support, and retain exceptional talent. If you have deep HR knowledge, a strong business mindset, and a passion for building engaged, high-performing teams, we'd love to hear from you. In this dynamic leadership role, you'll: * Oversee the full employee lifecycle, from onboarding to performance management and offboarding, ensuring a best-in-class experience for staff and attorneys alike. * Serve as the primary HR leader and business partner for the Bay Area and Salt Lake City offices, advising local leadership and collaborating closely with Firmwide Talent and Centers of Expertise. * Manage a high-performing local HR team-including assistants, coordinators, specialists, and supervisors-through mentorship, development, and thoughtful delegation. * Guide employee relations matters with care and sound judgment, partnering with stakeholders to support a fair and balanced workplace. * Champion talent acquisition efforts by aligning recruiting strategies with business needs and collaborating closely with the Firmwide TA team. * Lead key processes such as performance evaluations, compensation administration, and career development planning in partnership with the Senior Director of Administration and Firmwide HR leaders. * Foster a positive and inclusive culture by supporting staff engagement initiatives and ensuring alignment with Kirkland's high service standards. What You'll Bring We're looking for a seasoned, strategic HR professional with: * A bachelor's degree; PHR or SHRM-CP certification preferred. * At least 10 years of progressive HR experience, including 5+ years in a leadership role within a professional services or similarly complex environment. * Deep knowledge of employment law (federal and local) and a strong foundation in employee relations, compliance, and HR best practices. * Demonstrated ability to lead through influence, develop talent, and drive organizational change. * Exceptional interpersonal and communication skills-you inspire trust, handle sensitive issues discreetly, and build relationships across all levels. * A proactive, analytical mindset with a commitment to continuous improvement and strategic impact. * Proficiency with HRIS platforms and data-driven decision-making. At Kirkland, people are our greatest asset. This role offers the opportunity to lead with purpose, make meaningful impact, and help shape the employee experience at one of the world's leading law firms. Compensation The base salary range below represents the low and high end of the salary range for this position in the Bay Area. This range may differ based on your geographic location and cost of living considerations. At Kirkland & Ellis, we consider compensation more than just a base salary. We offer an exceptional range of flexible benefits including comprehensive healthcare, paid time off, and retirement. We also offer personal support and tailored learning and development opportunities all designed to help you realize your full potential both in life and at work. Compensation Range: * Bay Area: $205,000 - $225,000 How to Apply Thank you for your interest in Kirkland & Ellis LLP. To complete an application and submit your resume, please click "Apply Now." Don't meet every job requirement? That's okay! If you're excited about this role but your experience doesn't perfectly fit every qualification, we encourage you to apply anyway. You may be just the right person for this role or others at Kirkland. Equal Employment Opportunity The Firm will consider for employment qualified applicants with arrest and conviction records and criminal histories consistent with local laws. All employment decisions, including the recruiting, hiring, placement, training availability, promotion, compensation, evaluation, disciplinary actions, and termination of employment (if necessary) are made without regard to the employee's race, color, creed, religion, sex, pregnancy or childbirth, personal appearance, family responsibilities, sexual orientation or preference, gender identity, political affiliation, source of income, place of residence, national or ethnic origin, ancestry, age, marital status, military veteran status, unfavorable discharge from military service, physical or mental disability, or on any other basis prohibited by applicable law. #LI-Hybrid #LI-NK1

Hello, We have the following job opening. This is an extremely urgent position with immediate interview and start. Please respond ASAP if interested. PeopleSoft Functional Core HR/WFA Consultant Duration: 12 months Required Skills: 5+ years of hands of experience as PeopleSoft Functional Core HR / WFA Consultant. Experience in at least 2-4 implementation and upgrades of 9.x version of PeopleSoft with big, distributed customer. Higher Education experience a plus. Expertise in writing ad-hoc queries using PS Query. Should be able to perform successfully as a team player in a team setting by aligning to the overall priorities of the project and direction from leads. Ability to work cross-functionally with variety of people to accomplish goals and support others. Should be proactive in completing the job assigned with little direction and be adaptable to changing job requirements. Prior experience of Higher Education or Healthcare is preferred Qualifications 5+ years of hands of experience as Peoplesoft Functional Core HR / WFA Consultant.

The Asian Art Museum has partnered with Boucher Law, PC in the search for a Director of Human Resources. You may view the position prospectus or submit an application. THE OPPORTUNITY This is an exceptional opportunity to join an organization that values creativity, teamwork, collaboration, and inclusion, and where you will be surrounded by a diverse, talented and enthusiastic group of colleagues. The Director of Human Resources plays a key role in ensuring that the museum's mission - to celebrate, preserve, and promote Asian and Asian American art and cultures for local and global audiences and serve as a dynamic forum for exchanging ideas, inviting collaboration, and fueling imagination to deepen understanding and empathy among people of all backgrounds - is fostered through a workforce that is united by this common goal and a dedication to excellence. ABOUT THE ASIAN ART MUSEUM The Asian Art Museum of San Francisco is the world's leading museum dedicated to connecting global audiences with Asian and Asian American art and culture. With a collection of 20,000 objects spanning over 6,000 years - from ancient sculptures to contemporary installations - the museum offers a powerful lens into the depth and diversity of Asian cultures. A vibrant center for public engagement, the museum is a place where history and the present meet to inspire a more connected future. Originally opened in 1966 in a wing of the former M.H. de Young Memorial Museum in Golden Gate Park, the Asian Art Museum now resides in San Francisco's Civic Center. It occupies the city's former Main Library - a landmark Beaux Arts structure transformed in 2003 by architect Gae Aulenti into a vibrant cultural destination. In 2020, the museum expanded with the addition of the 8,500-square-foot Akiko Yamazaki and Jerry Yang Pavilion for major special exhibitions - an especially stunning space for contemporary art - along with the East West Bank Art Terrace, both designed by Kulapat Yantrasast. The museum is co-governed by the City and County of San Francisco Asian Art Commission, which is responsible for determining the museum's policy and administration, and the Asian Art Museum Foundation of San Francisco (a non-profit, 501c3), established as the museum's private fundraising arm shortly after its founding. Combined, the Board of Commissioners and Trustees comprises 52 dedicated individuals. The museum employs nearly 200 full and part-time staff and has approximately 130 volunteers. Approximately two-thirds of the staff are employed by the Asian Art Museum Foundation of San Francisco and the other one-third by the City and County of San Francisco. The Asian Art Museum's current operating budget is approximately $33 million. THE POSITION The Director of Human Resources is responsible for planning, directing and overseeing all functions and operations related to the museum's human resources programs, including recruitment and selection, classification and compensation, employee and labor relations, employee benefits, workers' compensation, employee training and development, performance management, and human resource-related policies and practices. As a member of the senior management team, the Director of Human Resources also plays a key role in setting the long-range planning and overall management of the museum. This position serves as an internal consultant to the organization's management team, managers and employees on people issues that affect performance and organizational relationships. In addition, this position will select, develop, evaluate and lead a team of human resources professionals to provide an effective and responsive internal consulting group. The Director of Human Resources will report to the Chief Financial and Administrative Officer and oversee a team of four. This position is employed by the Asian Art Museum Foundation of San Francisco. Examples of duties include, but are not limited to: Participating in and having major responsibilities for the development and implementation of the museum's strategic and long-range planning efforts, goals and objectives, budget, and programs consistent with the museum's mission statement. Serving as a resource for executives, managers and supervisors; providing recommendations to the museum's leadership team on human resources matters; providing guidance and assistance to managers on matters of employee development, employee performance, and discipline. Directing employment activities including the development of outreach programs concerning specific recruiting needs; assuring qualified employees are recruited and hired for museum positions with a lens for diversity and inclusion; taking an active part in recruitment and selection efforts including developing effective recruitment strategies, managing the testing processes, and ensuring that all candidates are provided with an equal opportunity. Preparing for and participating in collective bargaining contract negotiations, contract administration, and responses to grievances. Evaluating human resources operations and activities; recommending improvements and modifications; preparing various reports on operations and activities; considering resource availability; establishing timelines as needed. Effectively leading and supervising assigned staff, including the selection, motivation, development, training and evaluation of staff. Priorities for the Director of Human Resources Include: Providing innovative, responsive and strategic leadership and vision for the museum's Human Resources Department. Fostering open communication and a collaborative relationship with representatives of the Asian Art Museum Foundation of San Francisco and City and County of San Francisco's various bargaining groups. Continuing the museum's successful track record of ensuring a diverse, equitable, and inclusive workforce. Supporting, coaching and mentoring the professional development of staff and implementing a performance management system. For more information, including core competencies and qualifications, please refer to the full prospectus. To be considered for this opportunity please apply directly to Boucher Law, PC

SUMMARY/JOB PURPOSE: Responsible for driving overall employee benefits, immigration, relocation, HR compliance and other programs strategy and effective execution of the programs. Responsible for leading, developing and implementing best in class solutions for benefits delivery and administration, managing vendor relationships, collaborating with cross-functional stakeholders and business leaders, monitoring plan performance, participating in strategy and innovation sessions, owning and driving process improvement in various areas, developing benefit policies and communications, and assisting with other project-based work, as needed. Overall responsibility for advancing and continuously improving employee benefits, operational practices and procedures, immigration & relocation, systems, policies and compliance. Develop and participate in HR projects to accomplish HR initiatives that are aligned with business objectives. ESSENTIAL DUTIES/RESPONSIBILITIES: General Lead, manage, mentor and support team members managing employee benefits, immigration & relocation and HR compliance. Ensure our processes, programs and systems remain in compliance. Be an escalation point for identified issues and concerns related to HR programs, policies, processes and/or system administration. Benefits Responsible for the strategic direction, planning, alignment, design and financial oversight of the benefit plans and programs, including, but not limited to, medical, dental, vision, life, disability, COBRA, Leave of Absences, Flexible Spending Accounts (Section 125), that is consistent with the Company's values. Manage and oversee all benefits related third party vendors including contract negotiation, benefits administration and service levels; including but not limited to medical claims administration, dental claims administration, life insurance and disability vendors, etc. Manage the 401(K) programs, in accordance with federal regulations and established Company procedures, including 5500, SAR, non-discrimination testing and managing Investment Review Committee. Evolve and scale the practices related to leave of absence (LOA), reasonable accommodation to support company growth while ensuring our actions embody how we care for our employees. Ensure all benefit plans are in compliance with all current federal and state regulations/guidelines including government reporting and participant disclosures (5500s, SARs, SMMs, HIPAA, SPDs, etc.). Lead and direct annual benefits renewal and conduct open enrollment, including hosting presentations and health fairs. Partner with broker to develop analysis of key program metrics to understand trends, as well as potential valuable changes that could be made to benefit offerings. Conduct annual assessments and ROI to ensure cost effectiveness. Develop engaging and informative communication and marketing programs designed to keep employees and management knowledgeable about company benefit plans. Partner with other functions in areas such as legal, finance, risk management, and facility management departments, to build new programs, manage risk to the company, and understand legal implications to policy or design changes. Commit to growing and mentoring junior team members. Cultivate potential, provide thoughtful guidance, and create a learning-rich environment for the team. Immigration & Relocation Align mobility initiatives with long-term business goals, anticipate future workforce needs, and navigate complex regulatory landscapes with foresight and agility. Collaborate with our talent acquisition leaders and people leaders to ensure these programs support our talent strategy and long-term organizational growth. Oversee our immigration & relocation programs, ensure the programs are competitive and meet the needs of the business and employees. Manage vendor relationships. Evaluate the effectiveness of the programs using various metrics. Labor Laws and Regulations Compliance Proactively ensure that HR policies and practices are consistently applied and meet relevant labor law and other regulatory requirements and provide recommendations. Ensure consistency of written policies and employee informational materials with each other, as well as with state and federal regulations. SUPERVISORY RESPONSIBILITIES: Supervises staff, including hiring, scheduling and assigning work, reviewing performance, coaching, and recommending salary increases, promotions, transfers, demotions, or terminations. EDUCATION/EXPERIENCE/KNOWLEDGE & SKILLS: Education: Bachelor's degree in related discipline and 13 years of related experience; or Master's degree in related discipline and 11 years of related experience; or PhD degree in related discipline and 9 years of related experience; or Equivalent combination of education and experience. Experience: Minimum 13 years professional level Human Resources experience. Minimum 5 years direct people management responsibility. Minimum of 10 years of benefits experience. Minimum of 2 years of Immigration and relocation experience preferred. Knowledge, Skills and Abilities: Strong PC skills with advanced level required, including MS Office (Word, Excel and PowerPoint), and HRIS (Workday) experience required. Demonstrates strong executive presence-capable of influencing across all levels of the organization, representing the company with poise and clarity, and navigating complex, high-stakes environments. Ability and passion for people management; ability to guide, coach, engage and grow junior team members to form a high functioning team. Strong planning, organizing, teamwork, and results orientation required. Ability to effectively balance multiple priorities under pressure and understands when to right size, where appropriate. Ability to manage ambiguity with confidence and deliver decisions that earn buy-in. Demonstrates strong willingness to collaborate and ability to be a strategic thought partner. Exceptional communication skills, including public speaking, executive briefings, and stakeholder engagement. Effective presentation and communication skills to stakeholders and leadership, both verbal and written. Cultivate strong cross-functional relationships and drive consensus on critical initiatives. Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Work Environment/Physical Demands: Our office is a modern, open-plan space that foster collaborations and creativity. Teams work closely together, sharing ideas and solutions in a supportive atmosphere. We provide all necessary equipment, including dual monitors and ergonomic chairs, to ensure a comfortable workspace. #LI-MB1 If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us! Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The base pay range for this position is $195,000 - $277,000 annually. The base pay range may take into account the candidate's geographic region, which will adjust the pay depending on the specific work location. The base pay offered will take into account the candidate's geographic region, job-related knowledge, skills, experience and internal equity, among other factors.In addition to the base salary, as part of our Total Rewards program, Exelixis offers comprehensive employee benefits package, including a 401k plan with generous company contributions, group medical, dental and vision coverage, life and disability insurance, and flexible spending accounts. Employees are also eligible for a discretionary annual bonus program, or if field sales staff, a sales-based incentive plan. Exelixis also offers employees the opportunity to purchase company stock, and receive long-term incentives, 15 accrued vacation days in their first year, 17 paid holidays including a company-wide winter shutdown in December, and up to 10 sick days throughout the calendar year. DISCLAIMER The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job. We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.